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TCS Public
AnnualProject Management Leadership Conference
QAI India
7
1) e-Learning– It is one of the most preferred choices of the corporates since the
employees are becoming tech-savvy now a days. Business Week reports that e-learning
will grow to about $13.6 billion by the end of 2004 [2]. Many employees are able to
attend the training delivered by the instructors in far away locations through
teleconference or videoconference. With the advent of internet, e-learning communities
are fast catching up. Exchange of information and knowledge is made possible in very
short time through these communities.
The sectors of e-learning are [3]:
¾Portals
¾Edu-commerce companies
¾Network platforms
2) Computer based training (CBTs) – As the cost for instructor and the text books go up
computer based training is the best alternative. Many learning materials are available in
CD-ROMs and one can learn these courses at ones convenience on a PC. The
materials can be stored easily and this encourages self learning. Custom made
PowerPoint presentations and word documents can also be used as training material
and employees can make use of these whenever in need without waiting for an
opportunity to be taught in a classroom.
3) Classroom training (CRTs) – It is the oldest method for imparting training, now a days
many corporate conduct class room training with the aid of computer, internet and other
multimedia products. This helps the trainees to participate effectively with the instructor
and there by enhances the speed of learning process. This is not cost effective
compared to the above two methods but it is one of the very effective methods.
4) Mobile learning – Mobile phones and palm tops are in vogue today and have become
excellent tools for learning. Imagine an executive preparing to meet his client; while he
waits for the meeting to start, he uses his personal digital assistant for communications
and e-learning. With the information accessible to him, not only does he stay up-to-date
on the market issues essential to his position, but he also receives regular notifications
from message boards, news portals and his employer.
5) Continuous education programs in reputed institutions – Organization can educate
their employees through universities and reputed education institutions based on the
type of business they are engaged. Many institutions are willing to prepare a curriculum
for the employees as required by the business units. This enables the employees to earn
knowledge and degree and ensures commitment to the organization.
TCS Public
AnnualProject Management Leadership Conference
QAI India
8
Ownership:
Employees should be encouraged to identify their own needs to create individual
learning plans, and to seek learning opportunities. Organization can guide employees to
prepare their individual learning plan by recommending a list of specific courseware
based upon the needs of the organization. Organization can advocate their employees
to choose their mentor who will guide the employees to understand their competency
gap and update their skill sets. A systematic process [7] as shown in Fig 5 can be
followed to enable the employee accountable for their training. The organization should
also conduct a satisfaction survey to the employees to know their feedback on training.
The employees should be encouraged to have their own training calendar as shown in
Fig 6 and schedule their plan thus making them accountable. The organization can
recommend the number of training days should each employee put in a year and
benchmark the percentage effort spent on training as shown in Fig 7. This helps both the
employees and the organization to capture the effort put in training and development.
Employees can add value in their work and work towards their growth in the
organization.
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